Finding And Keeping Your Providers

1. Finding And Keeping Your Providers Greg Stone, CEO Peach Tree Health

2. Let’s Get To Know Each Other Raise Your Hand If… • Rural or urban? • Actively looking for providers? • Your roll in recruitment? • Any Providers? • Any Recruiters?

3. What We Will Cover Today Let’s REALLY Talk About What It Takes NOT - PLACING ADS OR RECRUITERS NEEDED LESSONS FROM THE TRENCHES • Online advertising in medical journals and provider career websites can work • MD Jobsite, Doc Café • Cold calls • External recruiters are effective if managed correctly • In-house recruiting may be a value, but not a timely process • Direct mail is most effective: database lists, personal letter campaigns, email campaigns • Share the detail of what has worked and not-worked • Insights into each step of the recruiting process • Help you create a successful recruitment process that captures and keeps top talent in your health centers

4. The Basic Recruitment Steps PRODUCT PROCESS TEAM Time Spent In Planning Will Pay Off Big Defining Your Need Create A Comprehensive Recruitment Program Execute The Search For Candidates Interview and Sell Act Quickly To Contract Build A Recruitment Team THE HUNT SCREENING THE CLOSE

5. Take Recruiting Seriously Treat It Like Any Other Core Business Process

6. Small and Transitory Candidate Pool Opportunities are Brief Your next provider is probably not out of a job right now Only 7% of total provider candidate pool may consider a job change. Most are not actively looking, but are enticed by a recruiter’s call Divorce, family needs and lifestyle changes are big drivers for change

7. Get Recruiters Working For You Develop A Core Team That Bring Results • Interview recruiters as employees • Develop a friendship, make them seem part of your team to candidates • Negotiate the fees you need • Find specialists • Keep it to 3 • Promote them

8. Train Your Recruiters Well Reduce Time Lost To Poor Candidates • Define ideal candidate • Position description • Details of languages spoken, special skills • Create a sales package • Send sales info by email, flash drive, iPad • Have a great website! • Give clear and actionable feedback

9. What Draws Providers To Your Area What Will Attract And Retain Your Providers • Move closer to family in your area, or back to hometown • Providers with kids looking for a great place to raise children • Attracted to the lifestyle offered in your area. • Rural, outdoors, quiet and slow-pace are key words • Proximity to culture, airports and shopping

10. Other Ways To Generate Leads Recruiting Should Never Completely Stop • Cash referral reward system for staff • Pay out over time • Celebrate these rewards to promote more • Make medical community aware you exist • Announce new providers in print, online, social media • Local providers start to think about you • Service groups are great networking

11. Your Providers Are Recruited Away What You Need To Know • Over 600 recruiting firms • Call, write and email your providers • Poaching is common • Recruiters make your providers feel special and desirable; do you? • Recruited while at work • Your websites have provider namesand contact info • Providers always have a “Plan-B”

12. How Candidates View Their Worth

13. Freshen Up Your Offer It’s Not Just About Base Salary • Have current salary survey • Augment compensation package with other benefits • Special work schedule • Quality or production bonus • Moving costs as a loan • CME and license • Loan Forgiveness • Retirement match • Signing Bonus

14. Executive Ownership Is Key Remember – You Are Starting A Relationship • Don’t rely on others • CEO or CMO makes the first call • Screen candidates • Talking to decision makers adds high value • Sell the culture and your vision • Give your cell number • Ask if they text • Be fun and inviting

15. Two Things To Never Forget Time and Money • Know your spending limits before you start a discussion • Talk about the salary early • Show them the money. Breakdown all salary and benefits you offer • Procrastination kills recruitment efforts • Be responsive, be available, be hungry • Make the time. Provide same-day service

16. Thoughts On New Grads The Best of This Year’s Batch Is Already Gone • Signed before graduation and boards • Expect top salary and benefit • Change recruitment style • Assess your ability to mentor and manage new providers • Get to know your schools • Loan repayment

17. Thoughts On Experienced Providers Generation X & Y Meets Dr. Welby • 36% of all physicians in the U.S. are 55 or older • 11% of physicians 50-65 y/o will retire in 3 yrs • Good mission “fit” • Often great supervisors of midlevels • Seen it all before • Loyal patients

18. Thoughts About Travelers and Locums Don’t Get Your Hopes Up • Unhappy with their pay • They don’t really want to stay • Transition quickly • Check backgrounds • Slow to work into teams • Best seeing walk-in/urgent care • EMR trainable • P&P’s

19. Tips To Accelerate The Screening Don’t Wait For A Face-Face Meeting • Skype interview instead of flying • Treat like a face-face meeting. • Make sure your audio and background is good • Teleconference so your providers participate • Let the providers talk without you • Same time-Different place • Great for lunch calls • Virtual picture tour of your facilities

20. Structure Your Interviews Consistent Process Gives Reliable Comparisons • Make it an event, including tours, meals • Insure the panel is prepared for the interview • Structured questions, assign questions to each panel member • Define the ideal answer for each question • Use a forced choice process for ranking candidates • Huddle after the interview to get high agreement • Make a go/no-go decision within 24 hrs.

21. Greg Stone, CEO Peach Tree Health gstone@pickpeach.org